The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study

IF 2.8 2区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Career Assessment Pub Date : 2022-08-31 DOI:10.1177/10690727221125132

Songke Xie, Xue Meng, Chaoping Li

引用次数: 2

Abstract

The present study aimed to translate the insubordination scale into the Chinese version (ISBD-C) and to test its reliability and validity among 994 full-time Chinese employees. In Study 1 (N = 551), the insubordination scale was translated, and exploratory factor analysis (EFA) was conducted, which revealed a single factor structure of insubordination. In Study 2 (N = 443), the scale’s convergent validity and discriminant validity were supported by confirmatory factor analyses (CFA). Further, measurement invariance was tested and indicated that the ISBD-C was equivalent across gender, age, education level and job position. Finally, the scale’s concurrent validity was demonstrated by positive correlations with general counterproductive workplace behavior and procrastination, and negative correlations with workplace well-being, work engagement, and affective commitment. These findings provide strong evidence that ISBD-C is a useful measure in the Chinese context.

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中国全职员工不服从量表的跨文化验证研究

本研究旨在将不服从量表翻译成中文版（ISBD-C），并在994名全职中国员工中测试其信度和有效性。在研究1（N=551）中，翻译了不服从量表，并进行了探索性因素分析（EFA），揭示了不服从的单因素结构。在研究2中（N=443），量表的收敛有效性和判别有效性得到了验证性因素分析（CFA）的支持。此外，对测量不变性进行了测试，表明ISBD-C在性别、年龄、教育水平和工作岗位上是等效的。最后，该量表的同时有效性通过与一般适得其反的工作场所行为和拖延呈正相关，以及与工作场所幸福感、工作投入和情感承诺负相关来证明。这些发现有力地证明了ISBD-C在中国是一个有用的衡量标准。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Career Assessment PSYCHOLOGY, APPLIED-

CiteScore

6.10

自引率

15.60%

发文量

期刊介绍： The Journal of Career Assessment publishes methodologically sound, empirically based studies focusing on the process and techniques by which counselors and others gain understanding of the individual faced with the necessity of making informed career decisions. The term career assessment, as used in this journal, covers the various techniques, tests, inventories, rating scales, interview schedules, surveys, and direct observational methods used in scientifically based practice and research to provide an improved understanding of career decision-making. The focus is not just testing, but all those means developed and used to assess and evaluate individuals and environments in the field of career counseling and development.